Telling a candidate that they have not been chosen for an opportunity is never easy. When you do have to inform a candidate that the company will go in another direction every recruiter should handle the situation just as they would want to be treated. Yes, the advice is simple, but it’s also good business. The candidate-focused interview process should not cease at the moment you learn the applicant is not being offered the opportunity.

Rejection is not a good feeling. No one wants to be rejected, so our candidates should not be left in the “non-closure” pile of requisitions that need to be entered into the ATS. Let the candidate know about the result of their interview in a timely manner. If time does not allow you to call them immediately, a quick email can let them know of the company’s decision and that you will follow-up with them in the very near future to provide feedback. A responsibility of an effective recruiter is to provide the candidate with as much information as possible as to why they were not offered the job. If a candidate has passed a phone screen or face-to-face and has be given the chance for a second, third or even fourth interview they should know what are the area(s) of opportunity that may help them be more successful in their next interview. Feedback is essential in helping to sharpen a candidate’s and recruiter’s interviewing skills. A recruiter that provides equitable feedback has established a strong partnership with their hiring managers. Your business partner should be just that a “partner”.

Even though you want to ensure you are communicating with your candidates in a timely manner you do not want to reject a candidate too soon. Once a decision has been made to hire a specific applicant you should wait until you receive a signed offer. The initial candidate could turn down the offer and now you have the opportunity to make an offer to the second runner up. If you unfortunately burnt that bridge by either not communicating at all or communicating too soon, you may receive a second rejection to your job offer.

The relationship that a recruiter develops with their candidate is crucial to the recruiter’s success. 61% of Glassdoor users stated that they do look at reviews by current and potential employees to help them make a decision about a company. Recruiter’s should not just base their achievements on how many candidates they place, but also on how their candidates are treated. When a recruiter shows an interviewee respect, professional and appreciation for their efforts that candidate will continue to work with the recruiter, but also view the company positively.